Despite grim projections, viable paths exist for organizations to address ongoing workforce challenges and drive industry growth.
By Courtney Kinkade, vice president of organizational learning & workforce strategy at TRIMEDX
Workforce development remains a significant challenge across industries, including healthcare technology management (HTM). While headlines paint a grim picture of the industry outlook, solutions exist to support smart workforce development through advocacy efforts.
Successful initiatives may include creating partnerships with training providers, advocating for policy and legislative changes at both the state and federal levels, as well as securing available funding opportunities.
By collaborating closely with key teams in human resources, learning and development, and advocacy, HTM organizations can play a pivotal role in addressing critical labor issues while solidifying their status as industry leaders.
Workforce Challenges
The HTM field is grappling with a shortage of biomedical equipment technicians (BMETs) which is projected to worsen as a significant portion of HTM professionals approach retirement. More than 7,000 additional BMETs are needed each year, but BMET academic programs are only graduating a few hundred per year. Successful organizations recognize workforce development isn’t simply filling roles; it’s about transforming the labor market with in-demand skills to deliver innovative, best-in-class service.
Organizations that champion innovation and actively promote HTM as a secure, rewarding career are foundational to strengthening the HTM community. Now, in this era of transformation, enterprises can utilize artificial intelligence and automation to further identify barriers, personalize career pathways, and accelerate workforce advancement for lasting impact.
Collaboration Across Internal Teams
Organizations that are just beginning advocacy efforts are best positioned for success if their internal teams are aligned and equipped for regular communication. Advocacy teams rely on real-time updates from multi-disciplinary human resources leaders to understand current workforce challenges and where advocacy can help. Each team must be focused and in agreement on how workforce initiatives can support broader business and industry goals.
Advocacy adds value through connections, policy insight, or funding awareness, which can complement HR’s operational focus. Without regularly communicating updates and shared priorities, advocacy efforts would be much less effective. Collaboration creates a unified, proactive, and strategic approach to addressing workforce challenges.
Partnerships and Innovative Approaches
The HTM workforce is rich with capable talent, but barriers—ranging from rigid processes to limited visibility of opportunities—limit career entrance and mobility. To address these challenges, cross-functional advocacy is essential. By bringing together varied perspectives, we can identify and dismantle obstacles that hinder advancement. Establishing “thought partnership incubators”—collaborative spaces where leaders, team members, and community partners co-create solutions—empowers the industry to reimagine workforce success.
By fostering these partnerships, organizations can unlock new pathways for growth, innovation, and opportunity. Organizations can partner with industry groups, academic institutions, and the military to create programs that address immediate gaps and build long-term resilience and growth for the industry.
By building relationships with local universities, community colleges, and even high schools, organizations can tailor training programs to meet specific operational needs. One survey found 40% of employers partnered with a four-year higher education institution to deliver customized training programs or degrees. Most of those employers reported improved job performance among employees who attended the partner programs. Meanwhile, the schools benefit from increased enrollment and insights to align programs with labor market needs.
TRIMEDX recognized the need to strengthen the BMET talent pipeline and partnered with the Association for the Advancement of Medical Instrumentation (AAMI) in developing an apprenticeship program. The program combines traditional education and hands-on learning to offer individuals an alternative path to a fulfilling career, while building the next generation of talent. The program also expands the talent pool by attracting established professionals ready to make a career change. Several people with non-traditional backgrounds have successfully transitioned to HTM through the program, including an associate with more than 15 years of experience in construction.
In addition to partnerships, centers of excellence are emerging as powerful tools to unleash the power of experienced, highly skilled technicians. These specialized programs offer insights from years of combined experience and expertise and infuse advanced skills into the workforce, positioning organizations to lead rather than react.
Engaging with Policymakers
Engaging with policymakers can offer organizations a chance to influence systemic change and strengthen workforce development efforts. Advocacy teams should monitor state and federal initiatives that support vocational training or upskilling programs.
While large-scale legislative wins may take time, incremental progress, including connecting with lawmakers and outlining concerns and priorities, can make a meaningful difference. By engaging early and consistently, organizations can position themselves as credible voices and reliable sources to help craft workforce-related policies.
Taking a Strategic Approach to Workforce Development
Workforce development is not a challenge that one organization can solve in isolation. It requires a unified, strategic approach that blends advocacy, collaboration, and innovation.
Through relationship-building and partnerships, enterprises can build strong talent pipelines while shaping the future of HTM. Advocacy can unlock funding opportunities, influence policy, and reinforce an organization’s reputation as a proactive leader committed to solving industry-wide challenges.
About the author: Courtney Kinkade, vice president of organizational learning & workforce strategy at TRIMEDX, focuses on aligning enterprise needs with sustainable talent outcomes through workforce capability planning and strategic partnerships. She has dedicated her career to supporting organizations across diverse industries to attract a high-performing workforce, while supporting associate growth through targeted career development programs.
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